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How to improve talent retention and productivity by focusing on DEI and unique needs

Learn about case studies and effective and proven actions that companies can take to promote DEI by catering to unique needs.
Portrait shot of Asian lovely mother sitting on floor and young chubby down syndrome autistic autism little daughter lay down on cozy sofa smiling look at camera watching cartoon from laptop computer.

26/04/2024

According to the Health on Demand report 2023 by Mercer Marsh Benefits (MMB), 64% of employees in Asia indicated diversity, equity, and inclusion (DEI) as an important issue they want their employers to support.

Commitment to DEI means addressing the unique needs of individuals, including those with cognitive conditions such as dyslexia, autism, or dyspraxia. These individuals can provide different abilities and contribute to positive interactions and dynamics that add value to the workplace. In fact, according to our study, 46% and 42% of respondents from Singapore placed importance on providing support for differently-abled and neurodivergent individuals respectively.1

For companies, one of the key challenges in meeting these unique needs is the lack of understanding, especially when some of these needs are not easily observable, such as when they impact employees’ dependents.

It’s time to drive positive outcomes by addressing unique needs via employee benefits.

Watch this video for real-life case studies and discover effective and proven actions that companies can take to prioritise employees' unique needs. 

Aligning DEI to your organisational purpose

MMB helps companies effectively align DEI with their corporate practices and cater to unique needs with these five solutions, which can be customised according to the company’s size, geography, industry, and employee profiles:

DEI strategies alignment

Harmonising health and benefits programs with DEI strategies, considering all employees’ unique needs.

Benefits for under-served communities

Identifying a wide array of benefits that cater to under-served communities, including Employee Assistance Programs.

Employee Resource Groups collaboration

Supporting companies in collaborating with Employee Resource Groups (ERGs) to effectively address specific needs and foster a sense of belonging.

Holistic evaluation and strategy

Evaluate coverage, communication strategies, and vendor support through a DEI lens, as well as provide guidance to ensure inclusivity.

Strategic solutions development

Designing both long-term and short-term solutions to bridge access gaps and promote ongoing health and productivity of your diverse workforce.

With a long-standing track record in guiding the development of health management strategies for over 15,000 companies in Asia, including vendor selection, impact analyses, and governance structure design, MMB can help your organisation maximise the positive outcomes of pursuing DEI and meeting unique needs.

1Mercer Marsh Benefits. (2023). Health on Demand Report – Singapore.

For more information on how your organisation can foster a DEI culture and build a robust workforce that drives business growth through inclusivity, get in touch with us.

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Our author

Julia Radchenko

Julia Radchenko

Health Consulting Leader, Singapore, Mercer Marsh Benefits

  • Singapore

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